The Complete Guide to Contractor Business Employee Ownership

Introduction: Why Employee Ownership Matters for Contractor Businesses

If you've spent decades building your contracting business, the question of "what's next" carries significant weight. The construction and contracting industries face a looming succession crisis. Industry associations report that over 50% of contractor business owners plan to transition within the next decade, yet fewer than 30% have a formal succession plan.

Traditional exit options often present significant drawbacks for contracting businesses. Family succession falters when the next generation lacks interest or capability. Management buyouts frequently stumble on financing hurdles. Strategic sales can threaten your company's culture, employee stability, and even its continued existence.

Employee ownership plans have emerged as a powerful alternative that addresses the unique challenges contractor businesses face during ownership transitions. From preserving bonding capacity to maintaining key client relationships, employee ownership offers distinct advantages that align particularly well with contracting business realities.

Whether you run a commercial construction company, specialty trade contracting firm, manufacturing operation, or union shop, employee ownership might provide the succession solution you've been searching for.



Ready to explore whether employee ownership might be right for your contracting business? Schedule a confidential initial consultation with our contractor-focused employee ownership advisors to discuss your specific situation and goals.

Understanding the Employee Ownership Basics

What Is an Employee Stock Ownership Plan?

An employee ownership plan is a qualified retirement plan that invests primarily in the stock of the sponsoring employer. Unlike conventional retirement plans, employee ownership plans are designed specifically to facilitate business succession while creating retirement benefits for employees.

The core mechanism is straightforward: your company establishes a trust that acquires some or all of your shares, holding them for the benefit of employees who become beneficial owners as the shares are allocated to their accounts. The company makes tax-deductible contributions to the employee ownership plan, which uses these funds to repay any debt incurred in purchasing the owner's shares.

For contracting businesses, this structure offers a unique combination of tax advantages, succession solutions, and operational benefits that address industry-specific challenges.

How Employee Ownership Works in Contractor Businesses

Contracting businesses have unique operational characteristics that influence how employee ownership functions in practice. Three key factors make employee ownership particularly well-suited for contractors:

First, employee ownership allows for gradual transition approaches. Unlike abrupt ownership changes that can disrupt projects and client relationships, employee ownership enables methodical leadership transitions while maintaining operational continuity. This proves particularly valuable when project cycles extend over multiple years and client relationships depend on consistent management.

Second, employee ownership preserves critical surety relationships. By maintaining management continuity and financial strength, well-structured employee ownership helps protect or even enhance bonding capacity through leadership changes – an essential consideration for contractors performing bonded work.

Third, employee ownership accommodates the seasonal and cyclical nature of contracting businesses. The flexible funding structure allows you to manage variable cash flow while meeting employee ownership obligations, creating sustainable ownership transitions that respect industry realities.

The Key Players in an ESOP Transaction

Successful contractor ESOPs involve several specialized roles working together:

• Selling Shareholder: The business owner seeking transition while preserving company legacy and culture
• Trustee: The fiduciary responsible for representing employee interests in the employee ownership transaction and ongoing operation
• Valuation Advisor: The specialist who determines fair market value with experience in contractor business valuation
• ESOP Attorney: Legal counsel specializing in employee ownership transactions and compliance
• Transaction Advisor: The coordinator who manages the overall process from feasibility through closing
• Financial Advisor: The specialist who structures transaction financing and models future cash flow

For contractor businesses, working with advisors who understand industry-specific challenges like bonding requirements, project-based operations, and seasonal cash flow patterns significantly improves outcomes. The right advisory team makes the difference between a smooth transition and one fraught with unnecessary complications.

Common Employee Ownership Structures for Contractors

Contractor businesses typically implement one of several employee ownership variations based on their specific needs and goals:

Leveraged Employee Ownership represents the most common structure. Here, the employee ownership plan borrows money to purchase the owner's shares immediately. This approach works well for profitable contractors with strong cash flow to support debt service and owners seeking substantial liquidity at closing.

Non-Leveraged Employee Ownership takes a more gradual approach. The company makes tax-deductible contributions directly to the employee ownership plan, which purchases owner shares over time. This structure suits contractors seeking more gradual transitions with less debt impact on the balance sheet.

Many contractors begin with Partial Employee Ownership, where the plan acquires a portion of the company (often 30-49% initially). This allows the owner to maintain control while beginning the transition process and testing the employee ownership structure before full implementation. This approach particularly benefits contractors who need to maintain personal surety relationships during a gradual transition.

For maximum tax advantage, some contractors implement 100% S-Corporation Employee Ownership, where the plan owns all shares and the S-Corporation pays no federal income tax on profits. This structure provides substantial tax benefits for highly profitable contractors seeking complete ownership transition.

Wondering which employee ownership structure might best fit your contracting business? Contact us for a complementary structural assessment based on your company's specific characteristics and your personal transition goals.

Employee Ownership Benefits Specific to Contracting Businesses

Tax Advantages for Different Contractor Types

Employee ownership offers significant tax benefits that prove particularly valuable in the contracting industry, where cash flow management and capital requirements present constant challenges.

The most substantial tax advantage comes with S-Corporation Employee Ownership. When an S-Corporation is owned wholly or partially by an employee ownership plan, the portion owned by the plan pays no federal income tax. For a profitable contractor, this can mean hundreds of thousands or even millions in annual tax savings that can be directed toward equipment investment, working capital, or debt service.

Unlike traditional acquisition financing where only interest is deductible, both principal and interest payments on employee ownership loans are tax-deductible when structured properly. This enhanced deductibility creates significant cash flow advantages for capital-intensive contractor operations.

Selling owners can also benefit through a Section 1042 rollover, which allows them to defer capital gains taxes indefinitely by reinvesting proceeds in qualified replacement securities. This tax deferral can substantially increase the seller's effective proceeds compared to traditional sales.

Different contractor types leverage these tax advantages in specific ways:

• Commercial contractors often direct tax savings toward enhanced bonding capacity, strengthened business development initiatives, and investments in project management capabilities that drive growth.
• Specialty trade contractors typically focus tax benefits on technical training programs, specialized equipment acquisition, and service division expansion that builds recurring revenue streams.
• Heavy civil contractors frequently leverage tax advantages to support equipment fleet modernization, technology implementation for improved productivity, and working capital requirements for larger projects.
• Manufacturing contractors commonly utilize tax savings to fund facility improvements, technology integration for production efficiency, and capacity expansion without increasing leverage.

Succession Planning Solutions

Employee ownership addresses contractor-specific succession challenges more effectively than many alternatives, particularly when it comes to maintaining operational continuity and preserving established relationships.

Unlike strategic sales that depend on market conditions and buyer interest, employee ownership provides reliable succession paths that proceed on the owner's preferred timeline. This timing control proves particularly valuable for contracting businesses, where transition timing can significantly impact project execution and client confidence.

The flexible implementation timelines of employee ownership allow for gradual leadership transition aligned with project cycles and business needs, rather than the abrupt ownership changes that often occur with third-party sales. This flexibility enables contractors to maintain momentum on active projects while methodically transferring responsibilities.

Perhaps most importantly, employee ownership enables leadership consistency through ownership changes, maintaining the relationships and operational knowledge that drive contractor success. This continuity proves particularly valuable for preserving client confidence, subcontractor relationships, and project momentum through the transition period.

For contractors who have spent decades building their businesses, employee ownership provides succession solutions that maintain company identity, values, and community presence rather than absorption into larger entities that often occurs with strategic sales. This legacy preservation matters deeply to many contractor business owners considering their exit options.

Enhanced Employee Retention

The contracting industry faces persistent workforce challenges, with skilled labor shortages consistently ranking among the top concerns in industry surveys. Employee ownership offers powerful employee retention benefits that directly address these challenges.

Research consistently shows that employee ownership participants typically accumulate 2.2 to 2.5 times the retirement assets of comparable non-employee-owned company employees. This wealth-building opportunity creates meaningful financial incentives that enhance retention at all levels, from field workers to project managers to executive leadership.

This financial benefit translates directly to improved stability. Employee-owned contractors typically experience employee turnover rates 25-40% lower than industry averages, creating significant competitive advantages in workforce capability and project performance.

In today's tight labor markets, employee ownership opportunities provide meaningful differentiation in recruitment efforts. Contractors report that employee ownership helps attract talent at all levels, addressing one of the industry's most persistent challenges.

Beyond financial benefits, employee ownership fosters workplace cultures where team members demonstrate greater commitment to quality, safety, and client satisfaction. This cultural engagement directly enhances the factors most critical to contracting success.

Bonding Capacity Preservation and Growth

For many contractors, bonding capacity represents their operational lifeblood, directly impacting which projects they can pursue. Employee ownership offers unique advantages for maintaining and enhancing this crucial capability.

Unlike ownership changes that can trigger bonding program reviews and potential capacity reductions, well-structured employee ownership maintains the management continuity and financial consistency that sureties value. This stability helps preserve bonding capacity through ownership transitions that might otherwise create uncertainty.

The tax advantages of employee ownership improve financial metrics that directly influence bonding capacity, including working capital, net worth, and debt-to-equity ratios. Many contractors report bonding capacity increases following employee ownership implementation as these financial improvements strengthen their position with sureties.

Employee ownership allows for ownership transitions that align with favorable financial performance periods, presenting optimal financial statements to sureties during critical relationship transitions. This timing advantage helps maintain surety confidence through ownership changes.

Employee-owned contractors typically maintain more consistent approaches to financial management, project selection, and risk control—qualities that sureties recognize and reward with enhanced bonding capacity. This long-term planning horizon aligns perfectly with the surety relationship needs of contracting businesses.

Competitive Advantages in Bidding and Recruitment

Beyond tax and succession benefits, employee ownership creates several competitive advantages specific to contracting operations that impact both project acquisition and execution.

The tax benefits of employee ownership create additional financial resources that can fund competitive advantages in estimating capabilities, project management technology, and operational efficiency. These investments often enhance bidding success rates while improving project execution.

The improved employee retention that follows employee ownership implementation directly enhances project performance through team continuity, knowledge retention, and reduced disruption. These performance improvements strengthen client relationships and create references that drive future opportunities.

Employee ownership provides meaningful differentiation in client presentations and proposal submissions, particularly for public sector and corporate clients with supplier diversity and social responsibility initiatives. This differentiation often creates competitive advantages in proposal evaluations.

The ownership mentality that develops in employee-owned companies naturally aligns with the quality focus essential for contracting success, creating self-reinforcing improvement cycles that enhance competitive position over time.



Want to understand how these employee ownership benefits might apply to your specific contracting business? Our team specializes in customized analysis for contractors considering ownership transition options. Contact us for a confidential assessment of your company's employee ownership potential.

Industry-Specific Employee Ownership Applications

Construction Contractors: Building Long-Term Value

Construction companies face unique succession challenges related to project continuity, client relationships, and operational knowledge. Employee ownership addresses these challenges through specialized implementation strategies.

Maintaining project momentum through ownership transitions represents a critical priority for construction employee ownership. Implementation timelines typically align with natural project completion cycles, preventing disruption to active work while facilitating orderly leadership transition. This approach maintains client confidence while protecting project profitability.

Successful employee-owned construction companies include structured plans for transferring client relationships from selling owners to next-generation leaders. These plans typically involve joint client meetings, progressive responsibility transitions, and consistent communication that maintains the personal connections driving project opportunities.

Subcontractor and supplier relationships represent another critical focus area. Construction employee ownership transitions implement communication strategies that address potential concerns about payment security and operational continuity, maintaining the trusted partner networks essential for project execution.

Preserving estimating and preconstruction capabilities remains essential for sustained success. Effective employee ownership in construction maintains these capabilities through careful knowledge transfer, system documentation, and talent retention strategies that ensure these functions remain strong through leadership transitions.

Project leadership retention receives particular attention in construction employee ownership implementations. Specific retention strategies for project executives, managers, and superintendents protect the front-line leadership that directly impacts project outcomes and client satisfaction.

Manufacturing Contractors: Preserving Technical Expertise

Manufacturing contractors leverage employee ownership to address their specific operational characteristics, with specialized implementation approaches that protect their unique value drivers.

Technical knowledge transfer represents a critical priority for manufacturing employee ownership. Implementation typically includes structured programs for documenting and distributing specialized production knowledge throughout the organization, reducing dependence on key individuals while maintaining competitive capabilities.

Successful employee-owned manufacturing companies maintain consistent capital investment approaches essential for production capability and efficiency. This investment continuity prevents the disruptions that often accompany ownership changes, ensuring production capability remains strong throughout the transition.

Quality system preservation receives particular attention in manufacturing employee ownership implementations. Strategies for maintaining quality certification and compliance programs through leadership transitions protect these essential credentials and capabilities that often drive customer confidence and market access.

Customer relationship management strategies ensure consistent communication through ownership changes. Employee-owned manufacturing companies typically implement structured approaches for maintaining the customer relationships that drive repeat orders and production stability, preserving revenue patterns through the transition period.

Product development continuity represents another focus area for manufacturing employee ownership. Implementation strategies preserve the innovation capabilities that drive competitive advantage, maintaining development momentum through leadership transitions while protecting intellectual property.

Cement and Material Contractors: Equipment and Capital Considerations

Cement and materials contractors face distinct employee ownership implementation challenges related to their capital-intensive operations and specialized equipment requirements.

The substantial equipment investments typical in cement and materials operations create unique considerations for employee ownership transitions. Successful implementations typically include comprehensive equipment valuation, replacement planning, and financing strategies that maintain operational capacity while managing employee ownership obligations.

Material production continuity remains essential through ownership transitions. Employee ownership implementations for cement and materials contractors include specific operational preservation strategies that maintain production consistency, quality standards, and delivery reliability throughout the leadership change.

Fleet management represents a critical focus area, with specialized approaches for maintaining equipment replacement cycles, maintenance programs, and operator training through the transition period. These strategies ensure that the equipment fleet—often the most valuable asset in materials operations—maintains its productivity and value.

Customer contract preservation receives particular attention in cement and materials employee ownership transitions. Implementation strategies address potential customer concerns about supply continuity, maintaining the long-term relationship agreements that often characterize materials businesses.

Raw material source relationships also require careful transition planning. Successful employee ownership implementations include strategies for preserving quarry rights, supplier arrangements, and transportation partnerships that secure material inputs essential for production continuity.

Union Operations: Employee Ownership Implementation with Collective Bargaining

Contractors with unionized workforces implement employee ownership with careful attention to collective bargaining agreements and union relationships.

Successful union operation employee ownership begins with early union leadership engagement. Implementation typically includes education and communication strategies that help union representatives understand how employee ownership complements rather than conflicts with collective bargaining rights and responsibilities.

Benefit integration receives careful attention, with specific strategies for aligning employee ownership benefits with existing union retirement and benefit programs. These approaches ensure that employee ownership enhances rather than complicates the overall benefits structure for union members.

Contract compliance remains paramount throughout employee ownership implementation. Successful transitions include comprehensive reviews of collective bargaining agreements to ensure that employee ownership structures respect existing contract provisions while creating ownership opportunities.

Multi-employer pension obligations receive particular focus in union contractor employee ownership implementations. Transition strategies address withdrawal liability considerations and ongoing contribution requirements, creating employee ownership structures that accommodate these substantial obligations.

Communication strategies for union workforces typically include specialized education programs that address the specific questions and concerns union members raise about employee ownership. These programs help build understanding and support throughout the implementation process.

Financial Considerations for Contractor Employee Ownership

Valuation Factors in Contracting Businesses

Accurate business valuation forms the foundation of successful contractor employee ownership, yet contracting businesses present distinct valuation challenges that require specialized expertise.

Backlog valuation represents a critical consideration for contractor employee ownership. Unlike many businesses where current performance directly indicates future results, contracting businesses require specialized approaches for assessing the quality, profitability, and reliability of contracted future work. These approaches ensure that the employee ownership transaction reflects the true economic value of this crucial asset.

Equipment valuation also requires specialized approaches. Successful contractor employee ownership plans typically include comprehensive equipment assessments that consider not just market value but also condition, remaining useful life, and replacement requirements. This thorough approach prevents valuation surprises that could impact transaction feasibility.

Work-in-progress accounting presents another unique factor in contractor valuations. The percentage-of-completion method typical in contracting creates distinct considerations for assessing current performance and projecting future results. Experienced valuation advisors adjust for potential profit fade, unbilled receivables, and other contracting-specific accounting factors.

Customer relationship value receives careful attention in contractor employee ownership valuations. The repeat business patterns, relationship history, and project pipeline with key clients often represent substantial value that must be properly assessed in the overall business valuation.

Cyclical business patterns also influence contractor valuations. Experienced advisors typically consider performance through complete business cycles rather than relying solely on current results, ensuring that the employee ownership valuation reflects sustainable business value rather than temporary market conditions.

Financing Options for Employee Ownership Transactions

Contractor employee ownership plans utilize several financing approaches that accommodate industry-specific cash flow patterns and capital requirements.

Seller financing remains common in contractor employee ownership, with selling owners providing some or all of the funding for the transaction. This approach often includes flexible payment terms aligned with project completion cycles, seasonal cash flow patterns, and backlog realization—creating sustainable financing structures that respect contracting business realities.

Bank financing has become increasingly available for well-structured contractor employee ownership. Financial institutions with employee ownership experience typically offer terms that accommodate the industry's cyclical nature while leveraging the improved cash flow that results from employee ownership tax benefits. These financing arrangements often include seasonal adjustment provisions that align payment requirements with cash availability.

Mezzanine or subordinated debt sometimes supplements primary financing in larger contractor employee ownership transactions. These funding sources provide additional capital beyond senior debt capacity, creating transaction structures that meet seller liquidity needs while maintaining sustainable debt service requirements.

Equipment financing occasionally plays a role in contractor employee ownership transactions. Some implementations include equipment refinancing components that access the equity in owned equipment, providing additional transaction funding while maintaining reasonable debt service requirements.

Concerned about financing employee ownership for your contracting business? Our financing specialists can provide a preliminary funding assessment based on your company's specific financial characteristics and transition goals. Contact us to explore your options.

Cash Flow Implications for Different Contractor Types

Employee ownership implementation creates several cash flow impacts that vary across different contracting operations.

Commercial contractors typically experience enhanced cash flow planning capabilities following employee ownership implementation. The predictable contribution requirements and tax advantages create financial flexibility that supports improved working capital management, bonding requirement funding, and strategic growth investments.

Specialty trade contractors often direct employee ownership-related cash flow improvements toward equipment modernization, technical training programs, and service division expansion. These investments leverage the tax advantages of employee ownership to strengthen competitive position and diversify revenue streams.

Heavy civil contractors frequently use employee ownership-related tax savings to address the substantial equipment capital requirements typical in infrastructure construction. These savings support sustainable fleet replacement programs, technology implementation, and working capital requirements for larger projects.

Manufacturing contractors commonly leverage employee ownership-related cash flow enhancements to fund facility improvements, production technology investments, and capacity expansion initiatives. These capital investments strengthen manufacturing capabilities while improving production efficiency.

Across all contractor types, the tax advantages of employee ownership typically improve debt service coverage ratios, creating financial flexibility that supports both employee ownership obligations and operational requirements. This enhanced debt capacity often proves particularly valuable for contracting businesses with substantial capital needs.

Balancing Debt, Growth, and ESOP Obligations

Successful employee-owned contractors maintain careful balance between various financial demands through specialized planning approaches.

Capital expenditure planning receives particular attention in contractor employee ownership implementations. Successful transitions typically include comprehensive equipment replacement planning, facility investment strategies, and technology implementation roadmaps that align capital requirements with employee ownership obligations and growth initiatives.

Working capital management strategies ensure sufficient liquidity through seasonal and cyclical business fluctuations. Well-structured employee-owned contractors typically maintain working capital reserves that accommodate both operational requirements and employee ownership contribution needs throughout market cycles.

Growth investment planning aligns expansion initiatives with employee ownership obligations. Successful implementations typically include staged growth strategies that balance market opportunities with financial capacity, preventing overextension while supporting sustainable development.

Debt management approaches ensure that employee ownership-related obligations remain manageable through various business conditions. These strategies typically include conservative financial structures, appropriate amortization periods, and contingency provisions that maintain financial flexibility despite industry volatility.

The Employee Ownership Implementation Process

Feasibility Assessment: Is Employee Ownership Right for Your Contracting Business?

The employee ownership implementation process begins with comprehensive feasibility assessment that addresses contractor-specific considerations.

Financial viability analysis examines historical performance, projected results, and repurchase obligation modeling to determine whether the company can support employee ownership debt service while meeting other financial requirements. This analysis typically includes stress testing against potential market downturns common in contracting industries.

Management succession readiness assessment evaluates leadership depth, identifying critical capabilities that must be maintained through the transition. This evaluation proves particularly important for contracting businesses, where project management capabilities and client relationships directly impact performance.

Employee ownership benefit analysis compares the potential advantages of employee ownership against alternative succession approaches specific to contracting businesses. This comparison typically examines tax benefits, employee impact, operational continuity, and legacy preservation across different options.

Cultural readiness evaluation assesses whether the company's existing culture would support successful employee ownership. This assessment proves particularly relevant for contracting businesses, where field operations, office functions, and leadership teams must all embrace ownership responsibilities for maximum benefit.

Wondering if your contracting business is right for employee ownership? Our contractor-focused feasibility assessment process provides clear answers based on your specific situation and goals. Contact us to begin your evaluation.

Transaction Structure and Timeline

Contractor employee ownership implementations follow structured processes tailored to industry-specific considerations.

The typical implementation timeline spans 6-9 months from initial feasibility assessment through transaction closing, with timing often aligned with natural business cycles and project completion periods. This timeline allows for thorough planning while maintaining operational focus during critical production periods.

Preliminary structure development creates the initial employee ownership framework, including ownership percentage, transaction financing approach, and governance provisions. This preliminary structure typically undergoes refinement as due diligence and valuation results provide additional information.

Independent business valuation by specialized appraisers with contractor experience establishes the transaction price through rigorous analysis of financial performance, market conditions, and company-specific factors. This valuation provides the foundation for trustee negotiations and transaction documentation.

Transaction financing arrangements secure the funding required for the employee ownership purchase. These arrangements typically include combinations of seller financing, bank loans, and company contributions structured to align with the contractor's cash flow patterns and financial capacity.

Transaction documentation and closing completes the implementation process with legal agreements, plan documents, and financing arrangements that establish the employee ownership structure. These documents create the governance framework that will guide the employee ownership program through future years.

Legal and Regulatory Compliance for Contractor Employee Ownership

Contractor employee ownership plans operate within specific legal and regulatory frameworks that require specialized compliance approaches.

ERISA compliance forms the foundation of legal requirements, with fiduciary responsibilities, prohibited transaction rules, and reporting obligations that apply to all employee ownership plans. Contractor implementations typically include specialized provisions that address industry-specific considerations while maintaining full compliance.

Department of Labor regulations regarding adequate consideration, fairness opinions, and transaction structures apply to contractor employee ownership just as they do to other industries. Implementation processes typically include independent fiduciary review to ensure these requirements receive proper attention.

IRS qualification requirements ensure that the employee ownership plan qualifies for preferential tax treatment. Contractor implementations typically include specific provisions addressing participation eligibility, allocation methodologies, and distribution policies appropriate for industry workforce patterns.

Securities law considerations apply to certain employee ownership transactions, particularly those involving transaction financing through seller notes or warrants. Implementation processes address these requirements through appropriate legal structures and documentation.

Industry-specific regulatory requirements for licensing, qualification, and certification receive particular attention in contractor employee ownership implementations. Transition planning ensures that these essential credentials transfer appropriately through the ownership change without operational disruption.

Communication Strategies During Implementation

Effective communication proves essential for successful contractor employee ownership transitions, with specialized approaches for different workforce segments.

Field workforce communication typically emphasizes practical employee ownership benefits, operational continuity, and job security considerations. These communications often use straightforward language, visual elements, and in-person meetings that accommodate job site realities and varying education levels.

Office team communication generally includes more detailed financial information, transition timelines, and organizational structure explanations. These communications typically use both written materials and group presentations that address the specific questions and concerns of administrative personnel.

Management team communication focuses on leadership responsibilities, governance changes, and strategic direction under employee ownership. These communications often include individual discussions, group planning sessions, and detailed transition role explanations.

Client communication strategies ensure that key customers understand the benefits and continuity aspects of the transition. These communications typically emphasize operational stability, continued leadership involvement, and enhanced service capabilities under employee ownership.

Vendor communication approaches maintain supply chain relationships through the transition period. These communications address payment security concerns, operational continuity, and relationship preservation to ensure uninterrupted material and service supply.

Conclusion: Securing Your Contracting Legacy Through Employee Ownership

For contractor business owners seeking succession solutions that preserve what they've built while creating new opportunities, employee ownership offers compelling advantages. The tax benefits, operational continuity, and legacy preservation make employee ownership particularly well-suited for the unique characteristics of contracting businesses.

The path to successful employee ownership implementation begins with expert guidance from advisors who understand both employee ownership structures and contracting business realities. With the right support, your transition to employee ownership can secure your personal financial future while ensuring your company continues to thrive for generations to come.

Ready to explore how employee ownership might benefit your contracting business? Contact our specialized team for a confidential initial consultation. We'll help you understand whether employee ownership aligns with your succession goals and business characteristics.